Embracing Failure: Learning from Setbacks

In the most recent episode of The Rainmaker Fundraising Podcast, Beth Fisher, Founder of Fisher Strategic and I discuss the topic of failure and what we all can learn from it.

We explore the risks of failure in the nonprofit sector, the decision-making process when faced with potential failure, and how to recover from failures.

We also touch on the importance of surrounding yourself with supportive people, both in personal and professional life, creating a safe and open work environment where employees can be authentic and have productive dialogues, and the challenges of leading transformational change in organizations.

Key takeaways from our conversation:

• Failure is a natural part of life and should not be feared. It is important to take risks and learn from failures.
• Surrounding oneself with supportive people is crucial in both personal and professional life. These individuals can provide guidance, encouragement, and help navigate through failures.
• Creating a safe and open work environment where employees can be authentic and have productive dialogues is essential. Leaders should foster a culture of trust and support.
• Leading transformational change requires unwavering clarity and consistent actions. Small wins along the way can build trust and momentum.
• Personal failures can provide valuable lessons and opportunities for growth. It is important to trust oneself and have the resilience to move forward.

Three Keys to Successful Change, According to DickersonBakker's 2024 Nonprofit Leader Study

“Change is not about emphasizing what is wrong, but about creating a vision of the future that can make hearts soar.” — John Kotter

Change is a constant in today’s world, and the ability to adapt to changing circumstances can often determine your organization's success or failure. According to research conducted by DickersonBakker, there are three key factors that can help organizations embrace change more effectively. These factors are leadership support, open communication, and a clear vision. By focusing on these factors, organizations can create a culture that is more willing and able to adapt to change.

Leadership support is crucial in fostering a culture that embraces change. When leaders actively support and champion change initiatives, employees are more likely to follow suit. But leadership support is more than just having a CEO that tells you that change is important.

It means providing resources and support for training and development for every person on the team so that they are prepared to thrive in the new, post-change reality. It means empowering people at every level to speak into the change plans, shape your future reality, and to support staff-level enablement strategies instead of demanding that every change be managed in a top-down process.

Supportive leaders also embrace change themselves and demonstrate a willingness to learn and try new approaches themselves. Importantly, leaders who encourage and celebrate smart risk-taking and allow space for learning, making mistakes, and failing forward will enable their teams and people to move more quickly into new ways of thinking and behaving because they’re creating an environment where people feel safe.

Open communication is another essential factor in fostering a culture that is open to change. Clear, consistent communication helps employees understand the reasons for change and how it will impact them. Here are some ways organizations can promote open communication around change:

Create channels for two-way communication, such as town hall meetings, employee surveys, weekly stand-ups, daily small group check-ins, and other feedback mechanisms. Be transparent about the reasons for change and the expected outcomes. Leaders who can paint a vision for the hope and opportunity that change will bring about can encourage team members to lean into new ways of doing things while still acknowledging the value in how things were done in the past.

Providing regular updates on the progress of change initiatives, soliciting feedback from team members to help you shape and refine your new systems and processes on an ongoing basis, and frequently asking team members to re-confirm that what you thought would happen as a result of change is actually happening is critical. This helps you remain grounded in reality while still pursuing your vision for the future. Listen to employee concerns and address them in a timely and respectful manner.

Finally, having a clear vision for change is essential in helping organizations embrace change more effectively. A clear vision provides a roadmap for how the organization will achieve its goals and helps employees understand the bigger picture. Here are some ways organizations can create a clear vision for change:

Define the reasons for change and how it aligns with the organization's values and goals. It’s also essential to define for the organization and employees exactly why yesterday’s way of doing things won’t help you achieve your future goals. On this topic, John C. Maxwell once said, “The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday’s logic.”

Develop a clear plan for implementing change, including timelines and milestones. Communicate the vision for change regularly and consistently throughout the organization. Engage employees in the change process by soliciting their input and feedback on how to achieve the vision.

Embracing these three factors can help organizations navigate change more effectively and position them for long-term success.